When you successfully complete our postgraduate diploma in Human Resource Management, you’ll receive a CIPD Advanced Level 7 Associate Membership Certificate. This allows you to become an Associate member and progress this to Chartered membership or Chartered Fellowship, depending on your professional experience. You'll be able to put CMCIPD or CFCIPD after your name, signalling to employers your ability to work in more demanding and strategic roles. This will be particularly appealing if you want to pursue senior human resources (HR) roles.
On completion of the course, you’ll be well placed to take advantage of the many human resource management (HRM) career opportunities London has to offer.
This course is offered on a flexible basis to help you study around work or other responsibilities. It can be studied full-time in 12 months or part-time (two evenings per week) over 18 months. January and September start dates are available.
We’ll introduce you to theories around HR strategy and practice, covering issues relating to employee engagement, talent management and employment law – not only for entrepreneurial start-ups but for large multinational companies too.
You’ll develop your analytical and critical thinking skills so you can put these theories into practice and solve real life HR issues in your workplace. The course will also improve your research skills so you can put together a scientific research report that examines HR issues facing your organisation, and offer valuable suggestions on how to tackle them.
The CIPD requirements largely affect the structure of the course. The CIPD’s skills requirements (Skills for Business Leadership) are delivered and assessed across all four of the core modules. You’ll also be able to choose two option modules, which allow you to develop specialist knowledge in your area of interest. See the Modular structure section for more information.
The teaching staff on this course are highly research-active in their chosen specialisms, so you’ll benefit from expert academic perspectives on important issues facing the HR profession today.
Guest speakers from the private, public and not-for-profit sectors as well as industry consultants and published authors will contribute to the development of your knowledge. You’ll be encouraged to attend CIPD London branch events to develop your HR expertise and network with other HR professionals.
Overall, our postgraduate diploma in Human Resource Management and other CIPD related courses have been commended by the CIPD for:
• an up-to-date and high quality curriculum
• excellent standards of teaching and learning
• strong commitment and support from lecturers
• effective use of action learning sets
• a strong ethos and beneficial formative feedback
Assessment is both formative and summative, so you’ll have the opportunity to receive feedback on your work without it counting towards your final grade. Our assessments are designed so that they're appealing and challenging no matter your background. This means they're relevant if you want to start a career in HR or are already working in HR roles and want to advance your career.
Assessment methods are varied and include assignments written in report and essay format, comparative analyses, case studies, a skills development portfolio and learning log, presentations and group work.
You will also need to submit a 7,500-word Management Research Report.
There will be two exams. The exams take place only in the first semester and are required by the CIPD across all approved programmes.
You will need to join the CIPD when you begin your course. Upon successful completion of the course, you’ll gain Associate Membership of the CIPD.
Depending on your professional experience, you’ll also be able to apply for professional upgrading to achieve Chartered Membership or Fellowship. Our dedicated CIPD professional adviser will be available to guide you on your application to upgrade to Chartered status.
Upgrading to Chartered Membership or Chartered Fellowship of the CIPD enables you to use the designatory letters CMCIPD or CFCIPD, further enhancing your employability.
You will be required to have:
You may be considered if you have a Higher National Diploma (HND) / Higher National Certificate (HNC), the IPD Certificate in Personnel/Human Resource Practice (CHRP/CPP) or the CIPD Certificate in Learning and Development/Training Practice (CL&DP/CTP).
In certain circumstances, you may be considered if you have significant HR experience at a senior level. Interviews are generally required for non-standard entry, and your IELTS results must be a minimum of 6.
In order to obtain the CIPD’s Advanced Level Diploma, you’ll need to apply for membership of the CIPD as soon as you join the course.
To study a degree at London Met, you must be able to demonstrate proficiency in the English language. If you require a Tier 4 student visa you may need to provide the results of a Secure English Language Test (SELT) such as Academic IELTS. For more information about English qualifications please see our English language requirements.
If you need (or wish) to improve your English before starting your degree, the University offers a Pre-sessional Academic English course to help you build your confidence and reach the level of English you require.
The modules listed below are for the academic year 2020/21 and represent the course modules at this time. Modules and module details (including, but not limited to, location and time) are subject to change over time.
Year 1 modules include:
It is increasingly acknowledged that many organisations are functioning in what are turbulent and uncertain environments. Significantly, the CIPD in its position paper People Management Matters placed the role of changes in external markets and associated competitive pressures at the forefront of factors seen to be exerting an influence on organisations, managers and the management of people. Such an approach has also influenced recent academic treatment of people management and is increasingly reflected in government policy towards product and labour markets and in legislation affecting the management of people.
Perhaps as significant as the developing competitive context for organisations has been the growing importance of Europe and specifically the European Union. There is little within the people management area, which is not affected to some degree by actions taken by the EU. Of particular importance is the role of EU-inspired legislation in the people management area and this, along with domestic legislation, is combining to bring about significant changes to the personnel/HR role in many organisations.
Much of what is covered in this module is to take these and other broader contextual issues such as demographic and technological changes and attempt to analyse them in some depth and then explore their implications for organisations, specifically those of strategy and structure, and the management of staff. That is to examine and analyse the contexts in which organisations operate and then to examine how management responds to contextual diversity and continuous change in devising and implementing appropriate strategies for survival and growth.
Finally, the module engages with the whole area of corporate governance, including CSR but with particular focus on how organisations are owned and controlled and how this plays out in terms of the role and status accorded to people management. This connects with the importance of issues such as shareholder value, and how HR adds value to an organisation, which in turn leads into consideration of the need for HR to be financially aware and to be able to argue its case in accounting and financial terms.
This module aims to provide learners with a rigorous framework of knowledge and understanding concerning people management that they will need whatever the degree of specialism they choose within their careers in HRM/HRD. It seeks to familiarise learners with major contemporary research evidence on employment and effective approaches to HRM and HRD practice. Research focusing on the links between people management practices and positive organisational outcomes is covered as is research which highlights major contemporary changes and developments in practice. In addition the module introduces the major aims of HRM and HRD and explores how these are achieved in practice in different types of organisations. The module covers the CIPD module Leading, Managing and Developing People together with some of the content of CIPD’s HRM in Context (Contextualising Management).
This module also addresses many of the skills areas required by CIPD in its module Developing Skills for Business Leadership, including encouraging learners to develop a strong sense of self-awareness and of their own strengths and weaknesses as managers and colleagues. Thus, the module is also concerned with developing understanding and skills in a number of areas that constitute effectiveness in management, and specifically the management of self and of others. In addition it seeks to help learners to develop and improve a range of definable skills which are pivotal to successful management practice and to effective leadership in particular. These include thinking and decision-making skills and a range of team working and interpersonal skills and others associated with developing personal effectiveness and credibility at work. Digital literacy is addressed in an integrated manner throughout the module.
Finally, the module seeks to help learners make the most of their formal programmes of study with the inclusion of key post-graduate level study-skills and aids students in exploring the connection and the implications for - and applications in - professional practice through continuing professional development and personal development planning.
Students on the Postgraduate Diploma in HRM take the module ‘Research Methods in HRM’ in semester two. This module (HR7160) takes place in the final (third) semester of the Postgraduate Diploma HRM course and it develops the knowledge and learning gained in the Research Methods in HRM module. As such the two modules HR7155 and HR7160 have a strong academic and practical relationship. In essence while the Research Methods in HRM module focuses on ‘how to conduct research following best practice’; this module focuses on the actual ‘doing in the field’ of the case study organisation. The culmination of this module is the production of the 7,500 management report and reflective commentary. This module aims to ‘accompany the students’ on this individual research path, as they carry out their individual empirically based research project. Cognisant of the fact that ‘doing’ research and fieldwork can be a lonely and isolating experience the weekly sessions are structured in a way that facilitates the following:
The MA HRM Dissertation and the Postgraduate Diploma Management Research Report (MRR) are vital components of courses within the postgraduate framework. By introducing students to philosophical and practical factors associated with understanding and undertaking HRM research at postgraduate level, complemented by formally assessed activity, the module provides a firm framework for critical analysis and evaluation of HRM research plus the subsequent dissertation design and implementation.
Crucial to the delivery of superior organisational performance is the extent to which the employees of an organisation feel involved, committed and engaged. This module explores the different dimensions of employee engagement, that is, the cognitive, affective and behavioural dimensions. It examines and explores what is meant by ‘engagement’ and why some organisations are better than others at creating authentic engagement among their employees, and what any organisation can do, with the aid of its human resource (HR) professionals, to create high levels of workforce engagement.
The module will equip learners with a comprehensive academic understanding of the concept of ‘engagement’ and how it can be applied in an organisational setting and within an international context. It explores the research-based and philosophical connections between employee engagement and other related beliefs, values, leadership models and management practice. The module will also focus on the multi-dimensional relationships between employment relations, reward, equality and engagement.
This module provides learners with knowledge and understanding of the rationale for the emergence of employee engagement as a key priority for organisations with high-performance working (HPW) aspirations and will enable them to develop the knowledge and skills necessary to assess the research, experiential and anecdotal evidence surrounding both the processes that facilitate employee engagement and the outcomes that may follow. The module counsels caution in the assessment and interpretation of ‘evidence’ about the processes and benefits of engagement and the need to guard against tendencies towards rhetoric, as many studies lack empirical detail and devote excessive attention to views of those with a vested interest in reporting progress and success. Employee engagement, if properly understood, carefully implemented and objectively measured, is a powerful tool for delivering positive and ‘bottom-line’ outcomes.
Learners will explore techniques needed to measure engagement, take remedial action or embed engagement-enhancing cultural practices, and to identify, prioritise and evaluate actions to promote high levels of engagement. The module requires critical reflection on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.
This module will enable students to critically analyse contemporary employment law issues, keep abreast of legal developments and appreciate the practical implications of employment law disputes
Assessment: The module is assessed by 100% coursework. It consists of two pieces of written coursework weighted 75% and 25%.
The module builds upon the Contextualising Management and Leading and Leading, Managing and Developing People modules with a view to developing a more in-depth and integrated appreciation of the field of human resource management. It locates the discussion of employment relations around the central focus of the employment relationship; taking both individual and collective aspects of this relationship and exploring in depth the various ways in which this is managed in both unionised and non-union settings. In this it reflects the thinking within the CIPD, that 'the cornerstone of all human resource activity is the employment relationship’.
Given the focus on the employment relationship, the module explores the choices available to organisations in managing this relationship, what influences these choices and how the choices are experienced by those working in organisations, thus affecting employment relations practice within these organisations. The module considers shifting priorities in managing employment relations and the diversity of employment relations and practices found in organisations, by making extensive use of case studies and case scenarios. In doing so it adopts a critical orientation and encourages participants to reflect upon practices and in moving forward, the motivation for changing practice in employment relations together with an evaluation of such change initiatives.
The module relates, in the main, to the CIPD level 7 unit module Resourcing and Talent Management but also brings in elements from CIPD’s Employee Engagement and Learning and Talent Development. The module design and purpose is to provide the student with a good grounding in key aspects of recruiting, retaining, developing effective performers as well as acknowledging the need to, at times, manage people out of the organisation.
The module focuses on these fundamental HR activities, focusing not just on practical aspects of these professional areas but their strategic importance within a local, national and global context. Topics such as diversity, employee engagement, ethics, employee development and social responsibility will be (re)viewed from a resourcing perspective.
“I really loved the modules that dealt with the background to my day-to-day job. I found the background to business and HR principles and the legal context really fascinating. I also really enjoyed the opportunity to present reasonably regularly. In consulting, the ability to talk confidently about HR models and “latest thinking in best practice” has been invaluable. The tutors were all great. And of course, having the CIPD “stamp” is a great and lasting bonus for potential clients and employers.”
Graduate of the Human Resource PD Dip
Completing the Human Resource Management PG Dip will give you a significant career advantage. On the strength of their Management Research Reports, our graduates have gained full-time posts from their placements in financial services, leisure and tourism and major international charities.
Many have also gained significant promotions for instance in the health sector, while alumni in higher education have significantly developed their careers and entered roles such as Head of HR.
In the private sector, students have moved from general administrative and PA positions to heading strategic HR project team initiatives. Others have moved up into international HR management positions for global companies.
You can apply to study any of the option modules as a short course. The module leader will check whether you have the prerequisites to undertake the module.
While all the option modules are available to study in this way, the following courses have short course pages where you can find more information:
You also have the opportunity to advance your PG Diploma in Human Resource Management to an MA at a later date by taking extra modules from the MA (worth 80 credits).
Please note, in addition to the tuition fee there may be additional costs for things like equipment, materials, printing, textbooks, trips or professional body fees.
Additionally, there may be other activities that are not formally part of your course and not required to complete your course, but which you may find helpful (for example, optional field trips). The costs of these are additional to your tuition fee and the fees set out above and will be notified when the activity is being arranged.
Government guidance for EU students currently states that, as an EU national, you will be eligible for the home fee and to apply for Student Finance if your course starts in the 2020-21 academic year, which includes courses beginning in January/February 2021, provided you meet the residency requirements. This is subject to change based on decisions made by the UK government – please check the latest government guidance for EU students for the most up-to-date information.
Use the apply button to begin your application.
If you require a Student visa and wish to study a postgraduate course on a part-time basis, please read our how to apply information for international students to ensure you have all the details you need about the application process.
You are advised to apply as early as possible as applications will only be considered if there are places available on the course.To find out when teaching for this degree will begin, as well as welcome week and any induction activities, view our academic term dates.
Please select when you would like to start:
Dr Jo Cartwright, lecturer in HR Management, writes that the COVID-19 lockdown exacerbates the juggling act facing working parents and carers, and exposes the undervaluing of care work.
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